The first phase is focused on inviting you and your organization into the process. You can’t do this work alone, and there will be skepticism about what we’re doing, why we’re doing it, and why now - which is why this first step is so crucial.

Using our thoughtful approach to invite and enroll all members of your organization to this work is a pivotal part of ensuring the full process is adopted and sustainable.

We start by learning your story, history, values, needs and internal culture. We work together to establish a timeline, milestones, and ways of working.

At the end of this phase, context is created. We’ve identified expectations and set key milestones. You receive a project plan and a communications playbook to keep everyone in the loop. This phase is rooted in objective information gathering and analysis to uncover details not otherwise known or shared.

During this phase, we work on building an inclusive communications strategy around your change program.

Effective communication is essential to successful change initiatives. Inclusive and conscious communications sets the tone for change, articulates the vision, invites diverse voices into the conversation, defines the process, encourages engagement, and ultimately builds trust, creating psychological safety and enabling greater productivity and innovation. Effective communication must include two-way channels for employees to give feedback, ask questions, share ideas, and express concerns.

At the end of this phase, you’ll have a multi-layered polished and personalized communication plan for the next 6 months.

Without leadership alignment, measurement, and accountability, culture and change initiatives fail. Which is why we spend 3 full days with your senior leadership team aimed at introducing a simple, proven and effective model of modern leadership and developing a Culture Charter to include:

1. Your Culture Statement

2. Observable behaviors aligned to your core values

3. A high-level plan on how incorporate and “bake” your cultural statement and behaviors into your operating model

4. Roles and norm-setting with the leadership team on building, driving, and holding each other accountable for the road ahead

At the end of this phase, you’ll have an identified and aligned culture ethos ready to socialize with your team and “bake” into the most sustainable parts of your operating model.

During the assessment phase, we start by understanding the now and compare that with the developed Culture Charter in Phase 3.

We review internal data such as past survey responses, departmental strategies, decision-making protocols, and org charts. 100% of your organization will complete a diagnostic survey and 10% of your organization will be asked to participate in diagnostic interviews. We code and consolidate the data, and start determining the future state of your organization.

At the end of this phase: your employees feel validated, and we’re able to report on our findings.

We create a Culture Blueprint, and share it to generate buy in and receive feedback. Your needs as an organization are clearly identified, and you’ll be given an operationalization library so you can implement sticky change.

During phase 5, you are set up for success with recommendations and timelines to start implementing culture change. Your blueprint affects and enrolls everyone in your organization, at all levels, and includes a current state synopsis, a culture activation plan and organizational design recommendations to promote sustainability.

At the end of this phase: You’ll get a real-time and representative pulse on your culture’s impact today and develop a plan to advance your culture for tomorrow.

In the final phase, we conduct a meeting to hand off your blueprint and identify next steps for your organization. Your team has decided how to take action, and you’ll be held accountable for doing so.

You have the option to:

• Hire our team to support the implementation.

• Execute your results with access to our team for support and guidance

We’ll meet monthly for 6 months, and you’ll report on progress via a scorecard. You’ll get a strategic partnership custom to your needs and focused on culture discovery, change and sustainability.